Report - Government Executive

More documents

Recommendations

Info

APPENDIX D (B) prohibited from using their official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for election. (9) Employees should be protected against reprisal for the lawful disclosure of information which the employees reasonably believe evidences-- (A) a violation of any law, rule, or regulation, or (B) mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety. Prohibited Personnel Practices The Prohibited Personnel Practices are derived from the Merit System Principles. 5 USC 2302(b) says that any employee who has the authority to take, direct others to take, recommend, or approve any personnel action shall not, with respect to that authority, commit any of the 12 Prohibited Personnel Practices. (1) Discriminate for or against any employee or applicant on the basis of race, color, religion, sex, national origin, age, handicapping condition, marital status, or political affiliation. (2) Solicit or consider any personnel recommendation that is not based on a personal knowledge or records of job-related factors such as performance, ability, aptitude, general qualifications, character, loyalty, or suitability. (3) Coerce the political activity of any person or take reprisal action for the refusal of any person to engage in political activity. (4) Deceiving or deliberately obstructing any person’s right to compete for employment. (5) Influencing any person to withdraw from competition for any position for the purpose of improving or injuring the prospects of another applicant. (6) Granting any preference or advantage not authorized by law, rule, or regulation to any employee or applicant for the purpose of improving or injuring the prospects of another applicant. (7) Hiring, promoting, advancing, or influencing the hiring, promotion, or advancement of a relative (nepotism). (8) Retaliating against an employee for whistleblowing activity. (9) Retaliating against employees or applicants for filing an appeal, grievance, or complaint or for cooperating with the IG or Special Counsel, or for refusing to obey an order that would require them to violate the law. D-2
APPENDIX D (10) Discriminating against an employee or applicant based on off-duty conduct which does not adversely affect the performance of the employee or applicant or the performance of others. (11) Knowingly violate veterans’ preference requirements. (12) Violating any law, rule, or regulation which implements or directly concerns the merit system principles. D-3
Page 1 and 2:
A Report by a Panel of the NATIONAL
Page 3 and 4:
FOREWORD The terrorist attacks of S
Page 5 and 6:
TABLE OF CONTENTS FOREWORD.........
Page 7 and 8:
Governance ........................
Page 9 and 10:
ACRONYMS Academy CWB DCIPS DIA DIHR
Page 11 and 12:
EXECUTIVE SUMMARY The terrorist att
Page 13 and 14:
• It is too soon to draw conclusi
Page 15 and 16:
CHAPTER 1 BACKGROUND, METHODOLOGY A
Page 17 and 18:
• The adequacy of the training, p
Page 19 and 20:
• Chapter 6: The Way Forward for
Page 21 and 22:
CHAPTER 2 THE HISTORICAL CONTEXT FO
Page 23 and 24:
National intelligence is still orga
Page 25 and 26:
ewarded longevity over performance
Page 27 and 28:
OTHERS FACTORS THAT IMPACTED DCIPS
Page 29 and 30:
• Partisan politics could play an
Page 31 and 32:
Administration (TSA), which operate
Page 33 and 34:
NATIONAL DEFENSE AUTHORIZATION ACT
Page 35 and 36:
CHAPTER 3 ASSESSING DCIPS’ DESIGN
Page 37 and 38:
FRAMEWORK FOR ASSESSING DCIPS’ DE
Page 39 and 40:
Figure 3-1. Objectives of the NICCP
Page 41 and 42:
PRINCIPLE The system is transparent
Page 43 and 44:
The Defense Intelligence Enterprise
Page 45 and 46:
discourage teamwork…to the organi
Page 47 and 48:
Figure 3-2. DCIPS 2010 Pay Band Str
Page 49 and 50:
enable managers and supervisors to
Page 51 and 52:
they achieve their goals. Given the
Page 53 and 54:
Element Definition Supervisory/Mana
Page 55 and 56:
cooperation with ODNI. The review w
Page 57 and 58:
Source: OUSD(I) Human Capital Manag
Page 59 and 60:
eplaces the current government-wide
Page 61 and 62:
esults, but the final DCIPS evaluat
Page 63 and 64:
The Panel believes that adequate fu
Page 65 and 66:
HOW DCIPS COMPARES TO THE GS/GG SYS
Page 67 and 68:
Table 3-7. Comparison of DCIPS and
Page 69 and 70:
Design Feature DCIPS NSPS quality s
Page 71 and 72:
Recommendation 4. To ensure equitab
Page 73 and 74:
CHAPTER 4 ASSESSING DCIPS’ IMPLEM
Page 75 and 76:
Table 4-1. Overview of the OPM Obje
Page 77 and 78:
In the DCIPS context, “leaders”
Page 79 and 80:
intelligence component would do so.
Page 81 and 82:
• Credible, timely, and original
Page 83 and 84:
Finding 4-5 The DCIPS website and R
Page 85 and 86:
Finding 4-6 The lack of a communica
Page 87 and 88:
No training needs assessments have
Page 89 and 90:
pay pool exercises to be helpful an
Page 91 and 92:
• The Commerce Department used fo
Page 93 and 94: 3. Implementing DCIPS; 4. Evaluatin
Page 95 and 96: created a separate document for som
Page 97 and 98: lack of an overall change strategy
Page 99 and 100: changed and by whom. 149 This appea
Page 101 and 102: How pay pools are constructed and w
Page 103 and 104: DCIPS survey results indicate that
Page 105 and 106: CONCLUSIONS The Panel finds that a
Page 107 and 108: CHAPTER 5 ASSESSING DCIPS’ IMPACT
Page 109 and 110: • Disincentives to become a super
Page 111 and 112: employees received performance rati
Page 113 and 114: Figure 5-1. DCIPS Interim Array of
Page 115 and 116: Table 5-1. NGA Indices and Comparat
Page 117 and 118: of implementation. Nonetheless, OUS
Page 119 and 120: CHAPTER 6 THE WAY FORWARD FOR DCIPS
Page 121 and 122: OUSD(I) has advised the Panel that
Page 123 and 124: CHAPTER 7 PANEL RECOMMENDATIONS Bas
Page 125 and 126: • Clarify and strengthen its guid
Page 127 and 128: Recommendation 23. OUSD(I) should d
Page 129 and 130: APPENDIX B APPENDIX A PANEL AND STA
Page 131 and 132: APPENDIX B Committee on U.S. Nation
Page 133 and 134: APPENDIX B PARTICIPATING INDIVIDUAL
Page 135 and 136: Michael Jackson*—President and Fo
Page 137 and 138: Defense Intelligence Agency Kendrea
Page 139 and 140: APPENDIX C APPENDIX C BIBLIOGRAPHY
Page 141 and 142: APPENDIX C Langbein, L. “The impa
Page 143: APPENDIX D APPENDIX D MERIT SYSTEMS
Page 147 and 148: APPENDIX E APPENDIX E DCIPS PERFORM
Page 149 and 150: APPENDIX E EMPLOYEE NAME: _________
Page 151 and 152: APPENDIX E EMPLOYEE NAME: _________
Page 153 and 154: APPENDIX F APPENDIX F OPEN FORUM LO
Page 155 and 156: APPENDIX G APPENDIX G MITRE’S PER
show all

Report - Government Executive

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?